Jobs and Careers

Manager, Employee Relations & Talent Development

United StatesRemotefull_timeVerifiedPosted 13 Aug 2026

💰 $86,000/yr($80,000/yr – $86,000/yr)

About the role

Posting Summary

Working Title Manager, Employee Relations & Talent Development Role Title Human Resource Analyst II Role Code 19092-SW FLSA Exempt Pay Band 05 Position Number 29300161 Agency Virginia Peninsula Community College Division Virginia Peninsula Community College (Div) Work Location Hampton - 650 Hiring Range $80,000-$86,000 Emergency/Essential Personnel Yes EEO Category 2-Professionals Full Time or Part Time Full Time Does this position have telework options? -Telework options are subject to change based on business needs- Does this position have a bilingual or multilingual skill requirement or preference? Work Schedule

8am – 5pm Monday – Friday
Some evenings and weekends may be required

Sensitive Position No Job Description

The mission of Virginia Peninsula Community College (VPCC) is to change lives and transform our community through diverse, inclusive, and equitable education and workforce training, excellent support and services, and innovative partnerships. The Office of Human Resources (HR) seeks to attract, develop, and retain a talented workforce dedicated to the success of our employees, students, and the community. HR is committed to fostering an environment of respect, collaboration, and continuous learning, ensuring that every employee is supported, empowered, and equipped to contribute to the college’s mission of academic excellence and community service.

The Manager of Employee Relations & Talent Development serves as the college subject matter expert and strategic leader for employee relations, workplace investigations, grievance administration, policy interpretation, compliance, and manages organizational learning initiatives. This position provides leadership and consultation to employees and supervisors across the College and partners with others to aid in the success of the orgainzation.

The job duties/responsibilities of the include and are not limited to:

Employee Relations Leadership: Serve as primary resource for employee relations consultation, investigations, coaching, performance management, discipline, labor relations support, and supervisor training.
EEOC & External Complaint Management: Lead EEOC/OCR responses, partner with counsel and leadership, identify trends, and standardize investigation protocols.
Grievance Process Administration: Serve as grievance SME, advise on procedures and hearings, coordinate compliance, and maintain records.
Policy Interpretation & Compliance: Interpret policies and laws, develop guidance, monitor legislative changes, and recommend updates.
Training, Capacity Building & College Support: Manage the Talent Development Specialist position and aid in development and deliverance of training. Lead direct report in conducting needs assessments, coaching leaders, and lead organizational development initiatives.
Performance Mangement: Develops and manages a comprehensive performance management system that focuses on goal setting, performance review and a performance improvement process. Directs the Talent Development Specialist and takes an active role in organizing efforts focused on evaluation processes for all employees.
Data, Reporting & Continuous Improvement: Maintain records, analyze trends, develop metrics, and recommend process improvements.Committee Participation: Support organizational initiatives by participating with various committees including but not limited to Title IX representation and Threat Assessment.
Performs other duties as assigned withihn the scope of knowledge, skills, and abilties associated with the role.

Special Assignments

May be required to perform other duties as assigned. May be required to assist the agency or state government generally in the event of an emergency declaration by the Governor.

KSA's/Required Qualifications

Required:

Progressive HR experience in employee relations, investigations, compliance, grievance administration, and training and development.
Knowledge of employment laws, policies, and HR best practices.
Strong communication, facilitation, and analytical skills.
Proficiency in Microsoft Office Suite and Human Capital Management systems.

Knowledge:

Comprehensive knowledge of employee relations principles, practices, and procedures, including performance management, corrective action, workplace investigations, conflict resolution, and disciplinary processes.
Thorough knowledge of federal and state employment laws and regulations, including Equal Employment Opportuni